| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MENTORING EXPERIENCES PROTEGES": |
|
|
|
Mentoring Experiences and Proteges, 2002.
An investigation into the experiences related to protege perceptions of mentoring quality.
13,524 words (approx. 54.1 pages), 42 sources, MLA, $ 249.95
»
Click here to show/hide summary
Abstract
A research study is proposed to investigate the perceptions of protege's of their mentoring experience. Protege's perceptions of both the quality and the equity of mentoring programs are measured, as are actual outcomes associated with mentoring experience in relation to both position promotion and compensation. Variations in perceptions and in actual outcomes associated with the mentoring experience, as dependent variables, are analyzed in relation to protege; gender and protege; racial/ethnic background, as independent variables. Problem statement, literature review, and proposed method are presented in this proposal.
Chapter 1 - Introduction
Statement of the Problem
Research Questions
Research Hypotheses
Background on the Issue
Importance of the Study
Scope and Delimitations .
Definitions of Terms
2 - Review of Literature
Social Conflict and Diversity
Affirmative Action and Conflict Theory
The "Glass Ceiling" Phenomenon
Discussion
Mentoring in Organizations
Phases of the Mentoring Relationship
Functioning of Mentors
Quality of Mentoring Programs
Relevant Feminist Theory
Summary of the Literature Review
3 - Methods
Research Design
Research Questions and Hypotheses
Variables and Operational Definitions
Instrumentation
Data Collection
Population and Sample
Data Analysis
References
Appendix
A - Draft Survey Instrument
B -Cover Letter for Participating Companies
From the Paper
"The numbers of women in senior management positions in American organizations are disproportionately low in relation to both the numbers of women in the general population and the numbers of women among the employees of organizations (Martinez, 1997; Silverman, 1997; Konrad & Linnehan, 1995). Some analysts have suggested that a ?glass ceiling? exists that blocks the promotion of women to senior management positions (Poole, Langan-Fox, & Omodei, 1993, pp. 39). A similar phenomenon is held to exist for individuals of minority population classification status (Didion, 1995). Thus, women who are members of racial and ethnic minorities conceivably face double barriers to advancement in organizations.
A study conducted by the Office of Federal Contract Compliance Programs (1999) confirmed the role of gender in promotion to senior management positions. This confirmation was made on the basis of comparing the average hierarchical positions of individuals of different gender and racial background in organizations monitored by the Office of Federal Contract Compliance Programs (1999). The criterion for comparison was the number of reporting levels below the chief executive officer (CEO) of the highest-ranking individual classified according to gender and race or ethnicity. The study found that, on average, men outranked women in hierarchical structures among African Americans, Asian Americans, Hispanic Americans, and whites."
| |
|
Psychology Mentor-Protege Relationships, 2002.
Thorough examination of the internship experience for graduate students in psychology.
16,575 words (approx. 66.3 pages), 16 sources, APA, $ 249.95
»
Click here to show/hide summary
Abstract
This paper examines the dynamics of the supervisor/supervisee relationship in psychology graduate students' internship experiences. Particular attention is given to how often bad internship experiences occur, why they occur, and what the role of the internship supervisor is in creating these bad experiences. In addition, the paper includes a careful examination of abuses of power in the supervisor/supervisee relationship and why they occur. Subsections of the paper deal with the discrepancies between what students know and what they are supposed to know when they enter their internships,and how their internship supervisor plays a role in this. Also explored are ways to remedy the imbalance of power in supervisor/supervisee relationships that often leads to problems in the internship experience. In addition, this paper looks at the history of mentoring, and what characteristics comprise a successful supervisor/supervisee pairing.
The History of Mentoring
Review of the Scholarly Literature
Ethical Issues in Mentoring
Access
Implications for the Psychology Profession
Mentoring in Psychology Internships
From the Paper
"One of the most important and most demanding parts of the psychology doctoral student's educational experience is the mandatory internship. In this internship, often lasting a year or more beyond the completion of regular coursework, a doctoral student is expected to put all of what he or she has learned in the classroom into real world practice. It is a testing ground and a proving ground for those wishing to become practicing psychologists. It is during the internship that doctoral students get to find out first-hand just how well they have mastered certain techniques, as well as learning what things are much different in the textbooks than they are in actual practice. It is a challenging, yet rewarding time that makes a student ready to begin practice on his or her own."
| |
|
Formal Mentor Programs, 2002.
This paper is a research proposal that compares the career outcomes and perceptions of the quality of mentoring experiences for racio-ethnic and male/female protege subgroups.
8,015 words (approx. 32.1 pages), 97 sources, APA, $ 172.95
»
Click here to show/hide summary
Abstract
This research proposal will investigate formal mentor programs and protege outcomes with regard to the perceptions of proteges of their mentoring experience within the mentor relationship composition. The author will measure proteges perceptions of the quality of mentoring programs and the actual outcomes associated with mentoring experience in relation to both position promotion and compensation. The study will use variations in perceptions and in actual outcomes associated with the mentoring experience as dependent variables, which will be analyzed in relation to protege gender and protege racial/ethnic background as independent variables.
Table of Contents
Introduction
Statement of the Problem
Research Questions
Research Hypotheses
Background on the Issue
Importance of the Study
Scope, Delimitations and Limitations
Definitions of Terms
Review of Literature
Introduction
Mentor Functions
Formal vs Informal Mentoring Programs
Composition of Mentoring Relationships
Career Outcomes
Related Topic ? "Glass Ceiling" Phenomenon
Summary of the Literature Review
Methods
Research Design
Research Questions and Hypotheses
Study Variables
Instrumentation
Data Collection
Population and Sample
Data Analysis
Draft Survey Instrument
Cover Letter for Participating Companies
From the Paper
"The composition of the mentoring relationship is an important factor related to its success. It is theorized that perceived similarity and identification is found more in same-gender as compared to cross-gender relationships, thus the same gender mentoring relationship would yield more positive results with regard to both psychosocial and career development functions. It is also speculated that higher-ranking positions have more influence within the organization and therefore the mentoring relationship, and males tend to have this power."
| |
|
Nursing and Mentoring, 2004.
This paper is a research proposal to analyze the current knowledge base on the professional mentoring of nurses to determine the degree to which mentoring may aid in reducing the nursing shortage.
14,030 words (approx. 56.1 pages), 55 sources, APA, $ 249.95
»
Click here to show/hide summary
Abstract
This paper presents an extensive literature review of the nursing profession, the process of mentoring, and mentoring nurses in a clinical setting. The author points out that mentoring has been identified as a critical component in efforts to resolve the nursing shortage problems within the U.S., but there is very little evidence of research to assess the effectiveness of mentoring programs. This paper explains that the research design selected to carry out the project is based on content analysis, also known as conceptual analysis.
Table of Contents
The Problem
Relevant Background Information
Statement of the Problem
Purpose of the Project
Conceptual Framework
Significance of the Project
Chapter Summary
Literature Review
Definition of Mentoring
Mentor Characteristics
Stages of Mentoring
Mentoring Models
Mentoring of Nursing Students
Mentoring Nurses in Clinical Settings
Recommendations for Mentoring
Benefits and Challenges
Summary
Methodology
Research Design
Study Sample
Research Methods
Data Collection
Data Analysis
Validity and Reliability
From the Paper
"Nurse anesthetists have been identified as a subpopulation within the nursing profession who has been impacted by the factors previously addressed and currently challenged by a growing and critical shortage. As reported by the American Association of Nurse Anesthetists (AANA) (2002), Certified Registered Nurse Anesthetists (CRNAs) provide two-thirds of all anesthetics given in the US each year, and are the predominant anesthesia providers to rural America and the military. As well, CRNAs are subjected to the most stringent continuing education and recertification requirements in the field, and continue to play a major role in improving anesthesia safety for surgical, obstetrical and trauma patients. According to the AANA, the shortage of nurse anesthetists is delaying surgeries and making healthcare less accessible to Americans."
| |
|
Mentoring of At-Risk Youth, 2007.
A comparison of the effects of mentoring or not mentoring at-risk youth in terms of graduation percentages.
10,000 words (approx. 40.0 pages), 89 sources, MLA, $ 202.95
»
Click here to show/hide summary
Abstract
This dissertation looks at the difference between at-risk youth that are mentored and at-risk youth that are not mentored and attempts to determine whether there is a difference between the two groups based on their graduation percentages. The paper hypothesizes that there will be a difference between these two groups and that mentoring these at-risk youth affects them strongly in their understanding of life and its obligations and their willingness to graduate.
Table of Contents:
Abstract
Chapter One: Introduction
Introduction to the Problem
Background of the Study
Statement of the Problem
Purpose of the Study
Research Question and Hypotheses
Nature of the Study
Significance of the Study
Definition of Terms
Assumptions and Limitations
Organization of the Remaining Chapters of the Proposal
Chapter Two: Literature Review
Introduction
Rationale for the Research
Theoretical Framework
Research Question's Relationship to Major Literature Themes
Developmental Support for Alternative Hypotheses Generation: Quantitative Analysis
Synthesized Research in Theme Area One - Mentoring Programs
Synthesis of Research for Theme Area Two - Other Mentoring Options
Summary: Contribution of This Research to the Field of Study
Chapter Three: Methodology
Philosophy of the Researcher: Quantitative Methodology
Theoretical Framework
Research Design Strategy
Sampling Design
Measures
Data Collection Procedures
Data Analysis
Limitations of Methodology
Expected Findings and Ethical Issues
Time-lines
Philosophy of the Researcher: Qualitative Methodology
Theoretical Framework
Research Design Strategy
Sampling Design
Measures
Data Collection Procedures
Data Analysis
Limitations of Methodology
Expected Findings and Ethical Issues
Time-lines
From the Paper
"These mentoring programs have succeeded so well in schools and communities across the country that they are also being considered and used where the juvenile justice system is concerned. Other options for juvenile offenders are adult courts and boot camps, but research has shown that mentoring programs, over the long-run, provide better outcomes than any of the other options for these juvenile offenders (Henriques, 1997). This also ties very strongly into the previously discussed issue of school-community mentoring programs, because those in the juvenile justice system believe that the juvenile offenders have been failed by both their schools and their communities when they turn to crime, drugs, and violence (Henriques, 1997). This may not be the case with every youth, but overall the statistics for the juvenile offender population lean heavily toward youth that are minority and/or disadvantaged in some way due to poverty, gangs, or other problems (Townsel, 1997)."
| |
|
The Mentoring Process, 2002.
This paper is a research project, which measured the level of mentoring that exists in different professions, specifically education, medicine and law.
2,355 words (approx. 9.4 pages), 28 sources, $ 72.95
»
Click here to show/hide summary
Abstract
This paper describes the problems and background of mentoring, the relationship between a longer term professional and a prot?g? with the objective of expanding the prot?g?'s ability to succeed in that profession. The paper states the purposes of the study: Identify the over-all feelings about mentoring and the types of assistance, which are perceived by the mentors to be most beneficial in supporting and retaining new employees. The author reported that she used an anonymous questionnaire that was sent to beginners, mentors and administrators. Thekey finding was that all participants were very satisfied with the mentor program.
Table of Contents
Statement of the Problem
Purpose of the study
Summary
Review of the Literature
History of Mentoring
Defining the Mentoring Process
Mentoring in Other Professions
Summary
Research and Design Procedures
Defining the Study Population
Instrument Design
Data Collection
Summary
Findings
Analysis of Responses
Summary
Summary, Implications, and Recommendations
Summary of the Study
Implications
Recommendations
From the Paper
"As early as 1962, induction programs that provided assistance to beginning teachers were being described. Mentoring in a business setting is described as being very desirable and conducive to interaction among the prot?g?? and the established workers. Medicine has long had a system of mentoring in place which is called residency. Whether nor not the condition of this process is optimal depends upon to whom you speak. Senior staff doctors would probably say yes; an intern who has not slept in 30 hours might not agree with them."
| |
|
Administrative Mentoring, 1999.
Definition, theories & models of effective mentoring, innovations, mentor-mentee relationship & roles.
2,475 words (approx. 9.9 pages), 12 sources, $ 87.95
»
Click here to show/hide summary
From the Paper
" Introduction
The purpose of this paper is conduct a review of recent key thoeretical issues associated with administrative mentoring. The review begins with a definition of mentoring and then goes on to look at theoretical issues that are currently being discussed with respect to the process. The review ends with the formulation of conclusions about current theoretical issues in administrative mentoring.
Definition of Mentoring
What is mentoring? According to Daresh and Playko (1994), the term can be defined as a continuing process wherein individuals within an organization provide support and guidance to others (mentees or proteges) in order to help them become effective contributors to organizational goals. In other words.."
| |
|
Women and Mentoring Programs, 2002.
A study into the effectiveness of mentoring programs for women and minorities.
9,465 words (approx. 37.9 pages), 68 sources, MLA, $ 194.95
»
Click here to show/hide summary
Abstract
This proposal examines the nature of female and minority retention and advancement in the American corporate culture. Previous research indicates that female minorities face double barriers to advancement within business organizations. In recent years, corporations have sought to address this problem by instituting formal mentoring programs ostensibly designed to encourage the promotion of women and minorities to executive positions. This study proposes to examine the effects of mentoring programs to determine if there are differences in benefits related to gender and race. The paper includes a number of charts which show the statistics discussed in the paper.
Contents:
Introduction
Statement of the Problem
Research Questions
Research Hypotheses
Background on the Issue
Importance of the Study
Scope and Delimitations
Definitions of Terms
Review of Literature
Social Conflict and Diversity
Conflict Theory
Affirmative Action and Conflict Theory
The ?Glass Ceiling? Phenomenon
Discussion
Mentoring in Organizations
Phases of the Mentoring Relationship
Functioning of Mentors
Quality Mentor Programs
Impact of Gender on Mentoring Outcomes
Summary of the Literature Review
Methods
Research Design
Research Questions and Hypotheses
Variables and Operational Definitions
Data Collection
Population and Subjects
Data Analysis
Bibliography
Appendix One - Draft Survey Instrument
From the Paper
"The numbers of women in upper-level management positions in American organizations are disproportionately low in relation to both the numbers of women in the general population and the numbers of women among the employees of organizations (Martinez, 1997; Silverman, 1997; Konrad & Linnehan, 1995). Some analysts have suggested that a ?glass ceiling? exists that blocks the promotion of women to upper-level management positions (Poole, Langan-Fox, & Omodei, 1993, pp. 39). A similar phenomenon is held to exist for individuals of minority population classification status (Didion, 1995). Thus, women who are members of racial and ethnic minorities conceivable face double barriers to advancement in organizations."
| |
|
Educational Mentoring Program in New York, 2004.
A procedural approach to developing a teacher mentoring program in a school.
2,499 words (approx. 10.0 pages), 4 sources, MLA, $ 75.95
»
Click here to show/hide summary
Abstract
This paper deals with all of the essentials of creating a lasting teacher mentoring program. These essentials include goals, preparation, implementation, and program assessment. It also includes a template that was created by a mentor teacher in Los Angeles. This is a complete mentoring program description that can be used as a reference to implement mentoring programs in a district that does not have one. It even gives ways for administrators to assess the program and make suggested necessary changes based on that assessment. Every school's faculty and needs are different from the next, so this is just an overview for a general mentoring program. Once assessed, the program can be adjusted to fit the unique needs of districts.
From the Paper
"We will divide the current faculty into three sections in regards to mentoring: protege, developing, and mentor. The proteges are the new teachers who are the ones going through the mentoring process, the developing teachers are the ones who are past the stage of "new teacher" and are currently developing their skills, and the mentors are the teachers who have enough experience in the classroom and the district to successfully be a mentor. A good age would be seven years in the district (four years past tenure) before the teacher can be a mentor. To entice the mentors to actually mentor in the district, I have agreed to give them an extra period off in their schedules so that they may communicate with their protege or observe them."
| |
|
Mentoring, 2006.
A discussion about mentors in the workplace.
1,094 words (approx. 4.4 pages), 6 sources, MLA, $ 38.95
»
Click here to show/hide summary
Abstract
The paper explains that there are different types of mentors. It explains that the types of mentors are largely affected by how an organization chooses to develop its mentoring program. It discusses the two main types of mentors, the first being one who mentors in a specific subject for the purpose of tackling a particular issue or problem in the organization and the second is for mentoring more general organizational purposes, for example the orientation of a new employee. The paper discusses the importance of choosing the right mentors for the job and details new dimensions and benefits that mentoring can introduce to an employee's job. In conclusion, the writer feels that there are many benefits to being a mentor, including a sense of satisfaction and commitment to the organization that may not otherwise occur.
From the Paper
"Mentoring enables the mentor to refocus their own career. Employees no matter how dedicated or how interested they may be in their job experience boredom from time to time. Acting as a mentor can enliven any employee. If forces them to stay on their toes in terms of what they keeping up to date, maintaining their network, sharpen their own skills. Knowing that they are going to be directly and closely accountable to a subordinate or protege tends to force a manager to remain at the top of their form."
| |
|
Mentoring, 2001.
This paper looks at the importance of mentoring for women.
1,505 words (approx. 6.0 pages), 3 sources, MLA, $ 49.95
»
Click here to show/hide summary
Abstract
This paper examines the different qualities that a mentor should have and why. The author looks at different definitions of mentors and how a mentor can change a woman's life. The author also lists different questions you should ask yourself before choosing a mentor. The author then uses her own relationship with her mentor, Bella Lewitsky, as an example of a positive mentoring experience that has impacted both of their lives.
From the Paper
"With these considerations in mind, the person that I have chosen to be my mentor is a woman named Bella Lewitzky, a long-time dancer and choreographer now retired and working as a writer. At age 83, she is also coming to terms with living with a disability, having had part of one leg amputated several years ago because of circulation problems. I think that she could answer in the affirmative to all of the above questions as well as being a great coach and/or mentor: She is wise, experienced, smart, creative, and passionate about the importance of choosing a committed path in life."
| |
|
Innovative Mentoring, 2007.
A discussion on how mentoring, in government organizations, can create innovation and change in employees.
873 words (approx. 3.5 pages), 5 sources, MLA, $ 31.95
»
Click here to show/hide summary
Abstract
The writer proposes that all good mentoring results in improved relationships between mentor and trainee. The paper examines how, in a bureaucracy as large as the Department of Defense, mentoring may be particularly important so that valued employees do not feel like only a small cog in a large machine. The paper explores how, when employees know that the work they do is important and valued by those around them and above them, job satisfaction is likely to increase. The paper concludes that mentoring several people at once can be one way to diminish the depersonalizing aspects of working within a large bureaucracy and result in increased efficiency.
From the Paper
"One difficulty with this approach is that it may be startling to employees who have experienced mentoring elsewhere and have a different perception of what mentoring should be (Perrewe & Young, 2004). However, establishing this group approach could be part of the mentoring and training process itself. While even in government it is important to have ties outside one's department, in complex contract work, a manager must rely on his or her employees to be able to work together as a team within that department."
| |
|
Mentoring in the Nursing Profession, 2004.
An examination of the advantages of mentoring within the nursing profession.
3,571 words (approx. 14.3 pages), 20 sources, MLA, $ 99.95
»
Click here to show/hide summary
Abstract
The mentoring process bridges the gap between formal, theoretical knowledge and practical, real life experience. This paper explains how the mentoring relationship helps the learner apply knowledge by creating emotional connectedness to his or her career and by having a person who is as committed to his or her success as the learner. It states that, while knowledge is gained in the classroom, the nurse must be able to apply the knowledge in a high-pressure, fast-moving environment, in which the nurse?s decisions can make a significant positive or negative impact on the patient?s well-being. By establishing a mentoring relationship, the experience of successful nurses can be transferred to the novice, thus enriching the entire profession.
From the Paper
"The concept of career mentoring has been quietly making its way back into the professional marketplace as a means to ensure the success of up and coming executives, and professionals in positions which require a high degree of skill training, and emotional adjustments to their careers. Mentoring has long been knows for it?s positive benefits, but in the competitive based, and highly individualized American marketplace, mentoring had been slowly abandoned as a means of producing qualified candidates. The American culture is based on competition as the means of attaining success. As a result of our colure, the natural selection process, of possibly the law of attrition has been used to cultivate trained professionals. Throughout the last half of the 20th century, the terms ?dog eat dog? and ?survival of the fittest? have described the nature of the American career path in many, if not most professional fields."
| |
|
Mentoring in Nursing, 2005.
A look at the importance of mentoring in nursing.
1,800 words (approx. 7.2 pages), 8 sources, $ 71.95
»
Click here to show/hide summary
Abstract
This paper examines how mentoring is crucial today because of changing career trajectories, new roles, and expectations as a result of restructuring. In particular, it looks at how mentoring in nursing not only involves practicing personal but also professional accountability and how it provides an opportunity for growth and development within the practice of nursing. Mentoring is a means for professional renewal for experienced nurses, thereby enhancing their retention.
| |
|
Mentoring in Management, 2002.
An analysis of the effectiveness of mentoring in management development programs.
1,597 words (approx. 6.4 pages), 12 sources, MLA, $ 52.95
»
Click here to show/hide summary
Abstract
This paper looks at how the primary purpose of management development is to help employees analyze their abilities and interests to better match personal needs for growth and development to the needs of the organization. It demonstrates how establishing a mentoring program is an essential part of doing just that and how mentoring programs need to provide equal opportunities for growth for employees of either sex and must cross boundaries or race, color, and creed.
From the Paper
"From a strategic standpoint, the development of individuals is directed at a short-term orientation to performance improvement, which results in a lower level of organizational enhancement. Simply put, this means improved knowledge, skills, or behaviors that affect single jobs or groups of jobs. ?Career development is more long term than individual development and is more complex. It has a greater impact on organizational efficiency because it is directed at providing employees with a continuous developmental approach reaching ever-increasing levels of competency, which impacts the total operation of the organization."
|
|
|
